How to coach an employee to improve performance follow-up session

Comments

In this video I will cover how to conduct a follow-up coaching session with the goal of improving employee performance.

In my previous video blog I explained how to use a job description to initiate a coaching process with the goal of improving performance. Prior to that, I showed how to write a job description using my job description template in that blog video. You can download the job description template from that blog article.

The follow-up coaching session is really an ongoing process of coaching for continuous improvement through goal setting, problem solving and clear communication between the manager and his/her direct reports.

Here are some suggested steps to run a successful coaching session.

1.       Start of by asking what is going well since the last meeting. Discuss the causes of this and recognize what the employee has done to make this happen. Point to their positive traits and improved behaviors that might have contributed to these results. For example the employee might have said they felt good about putting more time and focus on one of their key tasks that you had discussed with them at the last meeting. You could point out that you are glad to see them making that effort and that their ability to focus on a task is what you see as a key strength of theirs.

2.       Discuss the goal you may have set with them at the last meeting and the progress that has been made. Again recognize the accomplishments and what caused it in their behavior. If the action steps toward the goal had not been fully met discuss what happened. This is another opportunity to identify obstacles to job performance and to find and agree on new solutions.

3.       Review the actions you as a manager were to take to support them and remove any constraints that had been discussed at the previous meeting. See if there is new support action that you need to take.

4.       Review the discussion and summarize and agree on the next action steps both the employee and you will take towards the goals you have set together.

5.       Set the date for the next meeting in both your agendas.

Tip 1: Ask questions and listen. Let the employee come up with their own solutions to problems as much as possible, rather than solving problems for them and telling them what to do. This will develop more autonomous and responsible employees who will become self-sufficient with your coaching.

Tip 2: Never point out negative traits but instead focus on the problem. For example if the employee shows sign of poor work ethic, don’t say you really are lazy. Instead just ask what happened; why did they not do what was agreed.  If what you hear amounts to excuses, you need to challenge them on this without putting them down. Stick to finding out what they will do to correct this by the next meeting. If this behavior continues it is another type of problem that needs disciplinary action.  I will cover this in a future blog article and video.

Stephen Goldberg

Great article on selling for entrepeneurs got my creative juices flowing. Turn tire-kickers into customers

Comments

I like reading articles like the one linked here about being creative in selling. As creatures of habit we often get caught up in doing what we thinks works and is comfortable.

The truth is there are always ways we can improve and reading Rick Spence’s well written article got my creative juices flowing.

Turn tire-kickers into customers. Read, enjoy and prosper!

The Secret to Building High Performance Organization Starts with a Certain Mindset

Comments

Today I read an article about the elementary school I attended as a lad and was amazed to learn about how it has evolved into a unique and wonderful learning environment.

The key here is the involvement of the parents in the functioning of the school and special activities that gets the kids participating in different types of events such as theatrical productions.

This model can also be used in all aspect of society, including businesses to solve the problems we face. The more opportunity and encouragement people are given to participate in decisions and be active in the solutions, the more we will build a responsible population that can collaborate together to solve problems and create new opportunities, rather than bickering and creating conflicts that lead downhill.

Nurturing talented kids is how Gardenview grows

By MIKE BOONE, The Gazette May 6, 2009

Grease is the word at Gardenview – with a few of the musical’s words rendered age-appropriate.

When students from the St. Laurent elementary school stage Grease at Westmount High School this week, the pre-ados won’t be belting out, “You better shape up, ’cause I need a man.”

“Grease is not elementary school material,” understated Carmy Zolla, a parent volunteer who’s been overseeing the production. “We’ve modified the script. We’ll stress the music, not the words.”

Tucked away on a quiet side street in St. Laurent, Gardenview is a two-storey red-brick building that’s bursting at the seams with 800 students, the largest elementary school enrolment in the English Montreal School Board. The population of St. Laurent is growing, swelled by numerous young families with school-age children – as evidenced by the school’s seven kindergarten classes.

Read the full article